SHRM-Atlanta

By: Robin D. Lane, CAE, SHRM-Atlanta

rlane@shrmatlanta.org

The Society for Human Resource Management (SHRM) has awarded SHRM-Atlanta the EXCEL Silver Award for 2012.

The SHRM Affiliate Program for Excellence (SHAPE) has been designed to ensure a strong connection between SHRM and its affiliated chapters from a business perspective.  In addition to clearly outlining the requirements to measure chapter alignment and engagement with SHRM’s overall objectives, SHAPE focuses on activities and initiatives which are more strategic in nature.  These efforts allow each affiliated chapter to increase its viability and effectiveness, as well as promote the HR profession at the local level.  Additionally, this program was designed to enhance the business acumen of local volunteer leaders. This program raises the bar of excellence for affiliates and introduces the EXCEL Awards – a tiered recognition and awards system.

SHRM is the world’s largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates.

“This recognition is a distinct indication of the chapter’s successful partnership with SHRM to serve the networking and professional development needs of human resource professionals and to the advancement of the human resources profession,” noted J. Robert Carr, senior vice president, membership, marketing and external Affairs for SHRM.

SHRM-Atlanta receives a Certificate of Recognition, a specialized banner to display at its meetings and events, and is being recognized in SHRM’s publications and at its conferences.

About SHRM-Atlanta

SHRM-Atlanta, the Atlanta Chapter of the Society for Human Resource Management, was founded in 1965, and has a current membership of over 2,200 individuals. SHRM-Atlanta seeks to promote the professionalism of the Human Resources Management field by offering members a wide variety of professional development opportunities and a common forum in which to share ideas and experiences. Serving the Atlanta HR professional, SHRM-Atlanta provides opportunities for career development and community involvement both inside and outside of the chapter.  More information is available at www.shrmatlanta.org.

According to a recent Emerging Workforce Study by Spherion, companies in 2012 are nearly twice as likely to have a social networking strategy in place as they were in 2009. However, less than half (only 45%) of today’s organizations actually have a formal social media policy for social and digital media initiatives.

Recently, a few of my colleagues and I were discussing how much more we are using social media to connect and share information than even a year ago. While individuals are rapidly adopting social networking, many organizations are struggling to respond. Even companies attempting to totally avoid social media must recognize that many of their employees and customers are using Twitter, Facebook, LinkedIn, YouTube and other social media platforms, which can directly impact the organization.

Companies that are using social media formally most commonly apply it to:

Organizational Uses of Social Media

• Recruitment and selection
• Socializing and onboarding
• Training and development
• Knowledge sharing and transfer
• Branding and marketing
• Creativity and problem solving
• Influencing organizational culture

Social Media: Benefits and Risks

Despite the potential risks and benefits of social media in the workplace, a recent SHRM Research Study: Social Media in the Workplace found that 72 percent of organizations do not have a clear strategy or goals for their social media activities. Working in the learning and development field, I am most familiar with weighing the benefits and risks of the formal use of social media when it comes to training and knowledge sharing:

Are you interested in learning about some of the benefits and risks of other organizational uses of social media such as; recruitment and selection, socialization and onboarding, branding and marketing, creativity and problem solving and influencing organizational culture/change?

What about understanding the strategic questions to ask and policies to put in place for the formal organizational use of social media?

You can start by checking out the SHRM Foundation Executive Briefing: Social Media in the Workplace: Issues and Strategic Questions

The research concludes that managers should carefully consider the benefits and risks of social media, just as they do when developing other new policies or evaluating a new vendor. Currently, no definitive standard of best practices exists. To minimize risk, leaders must remember that the same compliance, legal and ethical principles that apply to other HR practices also apply to social media.

Charlotte F. Hughes is an expert talent development professional with extensive experience in leadership and organizational development as a partner with business leaders and HR in multiple industries. In her role as Senior Learning and Development Consultant with Kimberly-Clark she is responsible for helping human resources and business leaders with performance improvement and learning solutions that drive business goals. You can connect with Charlotte on LinkedIn and read more from Charlotte on her TalentFocus Blog.

Do you know the quality and depth of your leadership character? What about those of your organization’s key managers?

As an aid for leadership development, Turknett Leadership Group, a leadership and organizational effectiveness firm, created the Leadership Character Model™. The model outlines the core qualities that create the kind of underlying character all effective leaders require:

Leadership Character Model™

INTEGRITY

The foundation of Leadership Character is integrity. Turknett emphasizes that leaders must be honest, credible and completely trustworthy. A person with integrity makes sound decisions, even when faced with moments of indecision, temptation and conflict. Without integrity, no leader can be successful.

RESPECT

Respect depicted by the left side of the scale, helps create a culture of partnership and teamwork. Turknett says that leaders who demonstrate respect show an unconditional high regard for others, acknowledging their values and people, regardless of their behaviors. Leaders must develop and demonstrate the following qualities of respect:

• Empathy
• Lack of Blame
• Humility
• Emotional Mastery

RESPONSIBILITY

Balancing the scale is responsibility. The model suggests that great leaders accept full responsibility for personal success and for the success of projects, teams, and the entire organization. Becoming responsible requires the core qualities of:

• Accountability
• Self-Confidence
• Courage
• Focus on the Whole

For a more complete description, check out the Leadership Character Model™.

2012 Turknett Leadership Character Awards

Since 2003, the Turknett Leadership Character Awards have recognized individuals and companies who demonstrate character in leadership. Awards for 2012 will be presented on September 19, 2012 at the Georgia Aquarium.

To see who’s up for the awards this year, check out the 2012 Leadership Character Awards Nominees, you may see someone you know!

Charlotte F. Hughes is an expert talent development professional with extensive experience in leadership and organizational development as a partner with business leaders and HR in multiple industries. In her role as Senior Learning and Development Consultant with Kimberly-Clark she is responsible for helping human resources and business leaders with performance improvement and learning solutions that drive business goals. You can connect with Charlotte on LinkedIn and read more from Charlotte on her TalentFocus Blog.

I am so pleased to report that Social Media played a larger role than ever at the SHRM 2012 Annual Conference (SHRM12) held here in Atlanta last week. I just saw some recent twitter statistics that 3,800 people got on Twitter

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one and sent 25,200 tweets! I was honored to be a part of the SHRM12 Blogger/Press team – and as such attended keynotes, sessions, SHRM and vendor briefings, the expo floor and of course the myriad of socials, dinners, and networking events. All to be able to share with the universe, through various social channels, insights I gathered along the way.

Due to the amazing efforts by SHRM’s Director of Social Engagement, Curtis Midkiff, social media and engagement was taken to a whole new level at this conference. The SHRM12 Blogger/Press team was full of thought leaders covering all aspects and disciplines in our industry — and all with strong, active voices across the various social media channels. Most impressive though was the creation of The Buzz and The Hive.

The Hive at SHRM12

The Buzz is a microsite built as a social engagement tool to connect attendees, speakers, SHRM Staff, and volunteers and exchange ideas on everything from what to pack, eat, wear, and do, to what sessions look to be the most promising. The Hive was my favorite addition though – a 3000 square foot social media mecca – located smack dab in the middle of the two buildings that housed the conference. There were speakers, panels, and “Smart Bars” where anyone could go and ask questions about getting started or taking their social presence to the next level from a host of social media trailblazers. Many new experiments that I believe will pay off big dividends.

I am a big believer in the power of social and mobile to engage, broadcast, market, and even showcase expertise. We had a fun little social experiment of our own planning for a SHRM-Atlanta Post-Seinfeld soiree that we called the #SecretSocial. It was so named because we decided we would only communicate the event via social and mobile channels — starting the day of the event — to see what kind of turnout we would have. People had the chance to opt-in to a mobile group to receive texts about social happenings. In addition to Facebook and Twitter, we utilized this mobile list to also alert them to our event. The first communications went out around noon for the event that was to start 9:30pm. So much for secret – I am pleased to say it was a smashing success – the Park Bar was full inside and out – and our guests were even treated to our fabulous Guest DJ, Curtis Midkiff himself! Check out our YouTube channel for highlights of Curtis working his magic on the crowd…

So don’t ignore or hide from the power of social or mobile — embrace and use it to engage our membership and showcase our future events and people!! Also you don’t know what insights, scoops, access or inside information and specials you may be missing by not being a part of the Buzz or back channels around the people, groups, events, or venues of interest to you. Go viral – SHRM-Atlanta has a fabulous social media team that can help guide you. It will make a difference!!

Inside Park Bar #SHRMAtl #SHRM12 #SecretSocial

Outside the Park Bar #SHRMAtl #SHRM12 #SecretSocial

#SecretSocial Shout-outs: Special thanks to the Curtis Midkiff, Edwardo Jackson (JCM Entertainment LLC), DJ “L Smash”, and our fabulous venue Park Bar — as always you all make a great social gathering even better!

Chris Havrilla started her career as a software engineer and IT consultant. She quickly found her passion centered around the difference talent can make in an organization — working her way up from recruiter to recruiting leader at companies like Deloitte, Eclipsys/Allscripts, and Hitachi. Since then, she’s been independently consulting on all aspects of strategy, people, process, and technology as it relates to Recruiting, Sourcing, and Talent Management for clients ranging from the SMB market to the Fortune 500. Now, as a Principal Consultant with Recruiting Toolbox, Chris helps clients identify and implement the right recruiting and sourcing systems and tools, build and deploy the right recruitment strategies and methods, and bring her real-world practitioner focus to make it all work well together – people + process + technology.

Chris regularly contributes to the HR/Recruitment community as a blogger and speaker. In addition to co-founding and blogging at RecruiterChicks.com, she is currently serving as Vice President, Social Media for SHRM-Atlanta, as well as on the board of the Technology Association of Georgia (TAG) Recruiting Society.

The numbers of Volunteers necessary to support a conference the size of Society for Human Resource Management’s (SHRM) 64th Annual Conference & Exposition, being held this year in our own city of Atlanta, is stagge

ring. More than 700 SHRM members have volunteered to help — with over 90 percent from Georgia, and most members from our own SHRM-Atlanta Chapter! In a recent article featured on SHRM’s site by Joanne Deschenaux, SHRM-Atlanta’s EVP of Marketing, Teela Jackson and EVP, Signature Events, Maureen Whatley are featured as Volunteer Co-Leaders and discuss organizing and managing this effort.

According to Whatley, Vice President of Culture and Performance at Alere Health, “The volunteers do everything. They are a touch point in every step of the process” for the conference. Teela Jackson, Director of Talent Delivery at Talent Connections LLC, adds that this volunteer effort “is very well organized, very well thought out. We certainly plan for snafus. We work and move forward with a smile.”. Volunteers have been busy going through orientation and final preparations — and the Volunteer center will open bright and early this Thursday morning to help support the first of hundreds of shifts and volunteers that will be needed! Please be sure to check out the full article from News About SHRM…

Also, remember to follow SHRM BUZZ for great information and to stay connected to conference news, happenings, as well as SHRM members, attendees, staff, and speakers!

Is sustainability a critical strategy for your organization?

Kimberly-Clark’s Sustainability 2015 initiative encompasses the power of Kimberly-Clark’s global businesses, brands and employees and is built around a framework of People, Planet and Products. The Sustainability 2015 strategy is a holistic way of weaving sustainable business practices into everything the company does and is an integral component of the firm’s Global Business Plan.

KPMG’s Climate Change & Sustainability Services practice and The Economist Intelligence Unit recently issued a joint Corporate Sustainability Report that reveals:

• Sustainability has moved up the corporate agenda over the past three years
• Sustainability is a source of innovation and new growth for many companies including; Federal Express, UPS, Siemens and IBM
• The importance of measurement and reporting of sustainability performance

Sustainability has been defined as the ability “to meet the needs of the present without compromising the ability of future generations to meet their needs.” As corporate sustainability is becoming a priority for successful businesses around the globe, what is the role of the Human Resource Management function?

HR’s Role in Corporate Sustainability

The SHRM Foundation has published a new report on HR’s role in Corporate Sustainability as a part of its Effective Practice Guidelines Series. The report entitled; HRM’s Role in Corporate Social and Environmental Sustainability recommends that HR should:

1. Help formulate and achieve environmental and social goals while balancing these objectives with the traditional financial metrics.
2. Serve as a partner in determining what is needed and possible in developing corporate values and sustainability strategy. Encourage employees through learning and development and compensation to reduce the amount of environmentally damaging chemicals in their products.
3. Ensure that employees execute the strategy consistently across the organization. Assist employees in identifying ways to recycle products.
4. Design the company’s HRM system to promote equity, development and well-being, thereby contributing to the long-term health and sustainability of both internal (employees) and external communities.

For more information on the research findings read the SHRM Foundation Executive Briefing.

For the full SHRM foundation report, download HRM’s Role in Corporate Social and Environmental Sustainability. The SHRM Foundation Report provides an Organizational Roadmap showing HR’s contribution to sustainability that is iterative and practical. Invest some time in reading the report, you won’t regret it!

Charlotte F. Hughes is an expert talent development professional with extensive experience in leadership and organizational development as a partner with business leaders and HR in multiple industries. In her role as Senior Learning and Development Consultant with Kimberly-Clark she is responsible for helping human resources and business leaders with performance improvement and learning solutions that drive business goals. You can connect with Charlotte on LinkedIn and read more from Charlotte on her TalentFocus Blog.

Well informed managers, CEOs, HR Professionals and business owners know effective Employee Appreciation pays off in better customer service ratings, less turnover, higher productivity and increased profit. The key, however, is knowing how to prov

ide Effective Employee Appreciation.

This summer when SHRM brings their National Conference to Atlanta, Jerry Seinfeld will be the Tuesday evening entertainment. While he may, or may not, provide HR content during the evening, an episode from Seinfeld does provide a practical illustration of a truth we find in HR. This episode illustrates how our appreciation must be personalized in order to be effective. In The Economics of Seinfeld we see a humorous 3-minute illustration of Kramer succeeding where Jerry Seinfeld fails in expressing friendship.

This clip provides the springboard for Four Simple Truths About Expressing Employee Appreciation.

1. Employees desire more than recognition.

Jerry remembered Elaine’s birthday. While many would praise him for acknowledging the birthday, this scene shows he failed miserably. Purchasing a card, signing it and giving her a gift of “182 bucks” evidenced a level of care. Yet, simply remembering the birthday didn’t bring much satisfaction to Elaine. She didn’t want Jerry to simply remember her birthday; she wanted to know that Jerry cared enough to make the moment special to her.

Do your expressions of appreciation to your employees show you understand the difference between recognition and appreciation?

2. Employees feel appreciated when the expression of appreciation is individualized and thoughtful.

Kramer scored with Elaine’s birthday by providing a gift that expressed thought and was tailored to her personality and needs. Not everyone would have appreciated “the bench,” but it was the perfect gift for Elaine.

When you show appreciation to an employee do you express it in a way that would be meaningful to you or in a way that is meaningful to them?

3. Spending time with an employee is a prerequisite for effective expressions of appreciation. Kramer gave the perfect gift to Elaine because he took the time to observe what mattered to her. He spent time with her and paid attention to her wants. He listened to her. As a result, he was confident in what gift would make her happy. Kramer never would have been able to express his friendship with Elaine if he had not taken time to get to know her.

Do you consider small talk with your employees a waste of time or as an opportunity to know and understand them?

4. Effective appreciation takes effort.

It was his “mental note” about the bench that provided Kramer the opportunity to express his friendship. He made the effort to understand what Elaine wanted. Furthermore, instead of walking to the corner CVS and buying the first birthday card he found, he traveled back to the store that sold “the bench.” He wrapped it and had it ready, waiting for the right moment to present it to her. It took a little extra time and effort; yet it was Kramer who got Elaine’s exorbitant smile of approval accompanied by a hug and kiss.

Do your expressions of appreciation to employees evidence a task completed or authentic love and concern?

For more on how to express appreciation to employees I recommend Gary Chapman’s and Paul White’s The Five Languages of Appreciation in the Workplace.

Jack W. Bruce, Jr., as Chief Operating Officer at BIS Benefits, (Alpharetta, GA), provides general oversight in Finance, HR, Operations, Team Building & Strategic Management for this employee benefits firm. His role is to continually lead the firm by proactively enhancing the service, communications, human resource assistance, and technology for the benefit of their clients. Jack has earned a Professional in Human Resources (PHR) designation. Jack has a few connections on LinkedIn and also enjoys an occasional tweet (Twitter: www.Twitter.com/jackwbruce & www.Twitter.com/BISbenefits. He is a member of the North Fulton Chamber of Commerce, Gwinnett Chamber of Commerce and SHRM-Atlanta—where he serves in a volunteer position as Vice-President of GEMs.

Last week I had the opportunity to attend the 21st Annual SHRM-Atlanta HR Conference — and it was quite an event!  Attendees were welcomed to opening remarks by SHRM President and CEO Hank Jackson, who also talked about 2012 focus areas– and of course, next year’s national conference being held in our fince city of Atlanta.  There was also the moving and  inspiring key note from Kat Cole, President of Cinnabon — don’t miss Alex Putnam’s post on what Kat’s address meant to him!  There were also a host of sessions across several tracks that made it very hard to choose what to select!

The very first session I attended was on Leadership and Conflict by Sylvia Lafair, PhD, President of CEO – Creative Energy Options, Inc., and author of “Don’t Bring It to Work”.  Sylvia made a simple, yet very profound statement that we have to begin to see separating who we are at work and who we are at home is really just an illusion.  Boom!!  She is so right – who we are and the things we experience at home, does affect us at work.  As such, we really do have to take this into account when dealing with conflict in the work place.  My friend, Dr. Daniel Crosby of Incblot, wrote a very moving and personal post recently that touches on this concept – check it out here.

We all deal with conflict in different ways…as Sylvia pointed out, most of us either Fight, take Flight, or just Freeze, like a deer in headlights.  The problem is we get stuck into patterns in times of conflict and fall back on repetitive reactions that “…keep us stuck in the world of ‘always’ and ‘never’…”.  Understanding common patterns in people — and what affect these patterns can have on the team — is a critical part of dealing with conflicts that can arise due to these patterns.  This is crucial to keeping the people on your team engaged in a productive and trusting work environment.  She outlined many common patterns you do see such as:

• The Super Achiever – must win at all costs.
• The Rebel – can’t accept any authority.
• The Procrastinator – won’t finish anything.
• The Clown – reduces everything to a joke.
• The Persecutor – bullies people into misery.
• The Victim – too scared to take any action.
• The Rescuer – demands to be the big hero.
• The Drama Queen/King – makes emotional scenes.
• The Martyr – does everyone else’s work.
• The Pleaser – say what folks want to hear.
• The Avoider – dodges work and responsibility.
• The Denier – won’t face problems directly.
• The Splitter – secretly sets up conflict.

She acknowledges there are others, but the most important thing is that you do deal with it and outlined some simple steps to handle.  First and foremost is you must

1) Cool down by trying some deep breathing exercises to get your mind right and focused to talk this out.

2) Slow down and identify what buttons were pushed and what ways you think could help move things forward.

3) Play down by ‘owning’ your own pattern of behavior an how this could be contributing to the conflict

4) Sit down, preferably in a quiet, private area to discuss the things identified above – sans blame, judgements, or attacks – in the spirit of open and honesty and a desire  for positive change.  It may help to practice first!

5) …and finally….Touchdown!!  It’s time to celebrate and do whatever necessary to celebrate and reinforce a solution!

Simple steps, but certainly ones we rarely take the time to do – at home or at work.  If you are looking for some advice on the “sitting down” part, Sylvia describes her O-U-T technique in this recent SHRM-Atlanta post, Conflict, Relationships, and Pollution.  Or, of course, check out Sylvia’s book,  as well as the presentation found on the SHRM-Atlanta web site!!

Chris Havrilla is a consultant specializing in strategy, process, technology, and training projects as related to Corporate Recruiting / Sourcing / HR / Talent Management.  Chris is Co-VP of Social Media for SHRM-Atlanta and she blogs at www.recruiterchicks.com. 

“Companies have long set aside resources to develop and market consumer brands. Now, some are finding that to attract and retain the best job candidates, they need to put similar resources into their so-called employer brands.” (Wall Street Journal, May 16, 2011, pg. B9) How is your organization targeting potential employees to make it a desirable place to work? Furthermore, how is your company retaining its valued employees?

Here are a few statistics for you to consider:

• There are approximately 78 million people in the baby boom generation who will be retiring sooner or later (Maybe, later than sooner but they will be retiring), but only 46 million in Gen X, approximately 32-47 years old to fill those spots. Big labor shortages are coming as is the talent war.
• By 2012, 70% of the workforce will be women and minorities. By 2014, 48% of the workforce will be women.
• The MetLife Inc. ninth Annual Study of Employee Benefit Trends indicated that employees have “grown more dissatisfied and disloyal, to the point where a startling one in three employees hopes to be working elsewhere in the next 12 months.”

Have I got your attention now?  As Human Resource experts, we have our work cutout for us. We need to become an even stronger strategic influencer at the organization table.

How do we play that role well?

1. Bring the near-term future scenario to the table, including the above cited statistics, in order to light a fire within the power players. Senior leaders may have put this issue on the back-burner because it has been an employer’s market over the last several years. Come equipped with the longer-term picture to add emphasis that this is not just a short-term issue. Know the specifics for your industry.
2. Educate senior leaders about the motivations of each generation, what they are looking for in work. Senior leader Boomers need to understand that Gen Xers and Millenials are not motivated by the same things that motivate them. Creating the right culture can do more to attract this talent than compensation packages.
3. Scrub your company’s approach to recruiting. The logo and products or services are not enough to attract talent. For example, include video profiles on your careers website of actual employees. What hard-to-fill positions are available that potential candidates might not know are opportunities in your organization? Appeal to these technology-savvy generations by leveraging LinkedIn, Facebook, Twitter and iPad apps.
4. As more women move into the ranks of leadership and accept more responsibility, the potential for stress levels to rise is inevitable. Keep in mind, women manifest stress very differently than men. Stressed-out men are Type A (the stress syndrome we have heard about all these years). Women become Type E, everything to everybody, a very different set of behaviors. What is your organization doing to help these high potential women cope? If nothing, these talented women may just find a company that is more work-life balance friendly.

So, what are you and your organization doing to shine its image as a great place to work? Would you advise your best friend (given the appropriate skill set) to work there? Better yet, if you had to do it over again, would you work for your company? Why or why not is a good place to start the discussion to ensure your organization is able to attract and retain the right talent to sustain it. Then, onto a shiny employer brand…

Dr. Jane Goldner, president of The Goldner Group, is one of the nation’s leading authorities on talent retention and trusted advisor to Fortune 100 Companies, government and military organizations, and to mid-sized businesses. She is the author of Driven to Success: A 10-Point Checkup for Achieving High Performance in Business, a step-by-step business guide for leaders. Dr. Goldner is a highly rated adjunct professor at Kennesaw State University Coles College of Business. She is a recovering Type E Woman who focuses on helping other women recognize and address their Type E behaviors.

SHRM (national) is bringing their annual conference to Atlanta June 24-27, 2012!  The conference will be held at Georgia World Congress Center and SHRM-Atlanta is thrilled to serve as the 2012 SHRM Volunteer Host Committee.

Volunteers will have the opportunity to earn free days to the conference as follows:

One shift = one conference day free.
Two shifts = two conference days free.
Three shifts earn a full conference registration.

Each shift consists of 6 hours between the hours of 6 AM and 8 PM during June 21 – June 27, 2012.  Additional information about schedules will be available in the future.

The following different team assignments will be available:

1. Bag & Badge Holder Pick up:  Staffs the counter during registration and hands materials to attendees.
2. Packet Stuffing:  Works prior to the conference inserting materials into bags.  Must be physically able to stand and walk for extended time and maintain high energy.
3. Ambassadors:  Answers questions, gives directions, and helps attendees find meeting locations throughout the Congress Center and various hotels.  Must be outgoing and present a warm, friendly image with ability to deal with stressful situations and remain calm.
4. SHRM Bookstore:  Set-up and breakdown bookstore including unpacking boxes, inventory, and repacking boxes.  Must be physically able to handle boxes and work through evening hours.
5. Session Hosts:  Introduce speakers, maintain headcount of attendees, collect evaluations, monitor hallways, give directions.  Must be outgoing yet detail oriented.
6. Tuesday Night Show:  Monitor attendees entering show, report unsafe conditions, handle crowds.  Must be able to stand and walk for extended periods of time, high energy and available late evening on Tuesday.
7. Meet to Eat:  Staff the dinner reservation program, answer questions, sign up attendees for dinner.
8. Special Projects:  Be ready for anything!

Please log-in to your membership profile and complete the 2012 SHRM Volunteer Form; this indicates your initial interest to be included in future volunteer discussions.  Co-Chairs of the Host Committee will provide additional information regarding the volunteer roles, opportunities and scheduling in Summer 2011.  We expect to fill 1,000 volunteer positions quickly and appreciate your demonstrated interest early in the volunteer process.

If you have questions, please contact info@shrmatlanta.org